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Frequently Asked Questions

                 Won't partnering with multiple staffing firms ensure I see better results?
We can see why you might think so. After all, if one vendor fails to deliver, you might feel safer having a backup — or backups, for that matter — in place. But in reality, there are clear drawbacks to working with multiple vendors.

For one, when multiple vendors are in the mix, you’re dealing with multiple delivery timelines as a result, with less visibility into the effectiveness of any given partnership. Alignment around your big-picture goals, a hallmark of any effective partnership, tends to suffer in turn. Worse still, having multiple partners also means you’ll have to spend that much more time managing vendor relationships — and that’s time not spent on achieving your strategic goals. Who wants to merge reports and summarize vendor performance multiple times a month?

There are distinct advantages to working with a single staffing partner like Open Positions. We’re the world’s largest staffing provider, so we know a thing or two about staffing — and we have an extensive track record of delivering solutions that empower our clients to succeed. You’ll gain access to recruiters with deep domain expertise in your field and our unmatched nationwide talent network.

By partnering with Open Positions, you’ll benefit from timely reporting on your progress, visibility into SLAs and KPIs that we’re both accountable for, streamlined billing and invoicing, direct oversight for all initiatives — and so much more. The advantages to having a single trusted and engaged business partner are unlimited!

                                What kind of coverage availability can Open Positions provide?

We're committed to ensuring your satisfaction and being responsive to your needs. And since every client requires different levels of support, we'll structure our coverage solutions to best fit your needs. We don't believe in one-size-fits-all solutions, so we'll work with you to deliver coverage tailored to your needs.

                            How do you measure and report on success with your clients?

At Open Positions, we privilege long-term, value-adding relationships with all of our clients, so our success can only be measured by what's important to you. We’ll work with you to create customized dashboards in order to benchmark and report on the KPIs that matter the most to your business. And since we're committed to continuous improvements, we're always evaluating our client satisfaction (CSAT) and net promoter score (NPS), surveying our candidates and leveraging feedback across touchpoints to ensure we deliver the most value to you. 

                                        Should I make a direct hire or a temporary one?

The decision to make a direct or temporary hire depends entirely on the individual needs of your business.

If you know a vacancy will last for only a short amount of time — for example, you're finding a replacement for someone on parental leave or preparing for a season of increased demand — making a temp or temp-to-hire placement is ideal. It comes with less commitment and gives you more time to evaluate a candidate to see if they’re the right fit.

On the other hand, if you're primarily concerned about turnover or looking to fill mostly leadership roles, a direct hire may be the way to go. It'll give you access to a larger network of potential candidates and a talent pool that includes both passive and active job seekers.

At the end of the day, whichever path you choose, Open Positions will be there to help.

                              How does Open Positions conduct pre-employment screenings?

We know each employer’s needs are different, so we're equipped to handle many kinds of pre-employment screening and testing. And while the exact cost will depend on the nature of the screening, we're proud to provide pre-employment evaluations at a fair price for your market.


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